As we approach the last few months of the year and plan ahead for 2023, we prepared this update to provide an overview of some of the latest legal developments and key new laws going into effect next year, some of which will require modifications to employment-related policies and practices in order for CA businesses to remain in compliance. Please note that this is not a
As we look ahead to the new year, below is a summary of several updates to the employment laws in California, some of which have already gone into effect and others of which are effective January 1, 2021. The following is an overview of some of the key changes California employers should be aware of, which will require handbook and/or policy updates to remain in
The U.S. Department of Labor has published its Final Rule increasing the minimum salary that must be paid to employees classified as exempt under the executive, administrative, and professional exemptions to no less than $913 per week ($47,476 per year) effective December 1, 2016. This is significantly higher than the $41,600 minimum annual salary ($800 per week) currently required by California law for an employee to retain
A new law increasing California’s minimum wage to $15 per hour applies to all businesses with employees in California – and not just to those employing minimum wage workers. The law, available here, implements a phased approach to increasing the statewide minimum wage and distinguishes between employers with 26 or more employees and employers with 25 or fewer employees, giving these smaller employers one additional year to
Under California law, employees fall within one of two classifications: (1) nonexempt, hourly employees, who are entitled to overtime pay (and certain other benefits), or (2) exempt, salaried employees, who are not entitled to overtime pay (or certain other benefits). Because in many ways it is advantageous for employers to classify employees as exempt (so as to avoid paying overtime, keeping meticulous time
In Campbell v. PricewaterhouseCoopers, LLP, 642 F.3d 820 (9th Cir. 2011), the Ninth Circuit considered whether 2,000 unlicensed accountants in California who had sued PricewaterhouseCoopers LLP were categorically ineligible to fall under two exemptions to California’s overtime laws—the professional exemption and the administrative exemption—and concluded that they were not, reversing the trial court’s grant of summary judgment in favor of the plaintiffs. The Court first explained
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